Harvey Richmond

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It is important for you the employee to know and understand relevant employment law. Below outlines the top 10 which we believe you should know! Employees are eligible for rights that allow them to balance work with family life including:

Flexible working

From June 2014 all employees with 6 months’ service have the right to request flexible working. Flexible working encompasses any variant on working full-time from the employer’s premises such as:

  • Part-time work
  • Remote / Home working
  • Job sharing
  • Due to new legislation as of June 2014 organisations must consider flexible working requests.
  • Employers that refuse a flexible working request must be able to prove as to why the leave has been refused. Employees can escalate the matter to an Employment Tribunal for defying flexible working regulations.

    Night working

    The working hours of night working are between the hours of 11pm to 6am. However, the employee and employer can negotiate a different work schedule. If they do, it must be 7 hours long and include midnight to 5am, which must be agreed in writing.

    Night workers must not work more than an average of 8 hours in a 24-hour period.

    Holiday leave

    Working Full Time – Workers who work a 5-day week must receive 28 days paid annual leave per year. This is determined by multiplying a normal week (5 days) by the annual holiday entitlement of 5.6 weeks.

    Working Part-time – Part-time workers are also entitled to a minimum of 5.6 weeks of paid holiday each year, although this may amount to fewer actual days of paid holiday than a full-time worker would get.

    Limits on Statutory leave

    Statutory paid holiday entitlement is limited to 28 days. Staff working 6 days a week are only entitled to 28 days’ paid holiday and not 33.6 days (5.6 multiplied by 6).

    Family leave and pay

    UK employees can procure statutory leave inclusive of having statutory right to pay).

    Shared Parental leave (with statutory Shared Parental pay).

    Parents of the child that has been born, can take time off work to look after the child. The mother could look to return to work earlier leaving the father to take the remaining leave out of the 52 weeks’ maternity entitlement to look after the newborn.

    Parental leave

    Entitles employees with parental responsibility (mothers, fathers and those who have obtained formal parental responsibility for a child under the Children Act) to take leave to care for each child born. Parental leave is taken to care for a child.

    Maternity leave

    Eligible employees can take up to 52 weeks’ maternity leave. The first 26 weeks is known as ‘Maternity Leave’, the last 26 weeks are classed as supplementary Maternity leave.

    Adoption leave

    Employees can take leave up to 52 weeks. Which is known as Statutory Adoption Leave. The first 26 weeks is known as ‘Ordinary Adoption Leave’, the last 26 weeks as supplementary Adoption Leave.

    Paternity leave

    Employees can choose to take either one week or two weeks’ leave. The amount of time away from work is the same regardless of whether one or more children are born.

    Get in contact

    If you’re considering a career change or seeking career help or guidance why not give Harvey Richmond a call today on +0117 313 5227 or send us an online message.